A STUDY ON

“EMPLOYEES WELFARE MEASURES”

WITH REFERENCE TO
ONGC
RAJAMAHENDRAVRAM
A Project report
Submitted to the Department of Commerce and Management studies,
Adikavi Nannaya University, Rajahmahendravaram, East Godavari District, A.P
In partial fulfilment for the award of the Degree of
BACHELOR OF BUSINESS ADMINISTATION
Submitted
By
B.MONICA
Registered No: 190928300007
Under the Esteemed Guidance of
Mr. K.V. RAJESH KUMAR MBA
Lecturer in Commerce and Management studies

SAMHITHA DEGREE COLLEGE

(Affiliated to Adikavi Nannaya University, Rajahmahendravaram)
RAJAHMUNDRY
ACADEMIC YEAR: 2019-2022
DEPARTMENT OF MANAGEMENT
SAMHITHA DEGREE COLLEGE
(Affiliated to Adikavi Nannaya University, Rajahmahendravaram)
 BACHELOR OF BUSINESS ADMINISTATION

CERTIFICATE

This is to certify that the project work entitled “An analytical study on EMPLOYEE
WELFARE MEASURES being followed by ONGC w.r.t. RAJAMAHENDRAVRAM”,
submitted by MS. B.MONICA in partial fulfillment for the award of degree of “Bachelor of
Business Administration” to the SAMHITHA DEGREE COLLEGE . It is a record of bonafide
work carried out by him under my guidance and supervision. This candidate for the “Bachelor of
Business administration” (2019-2022) affiliated to Adikavi Nannaya University,
Rajahmahendravaram

BANTI MAHANTY
PROJECT GUIDE HEAD OF THE DEPARTMENT
 DECLARATION

I hereby declare that the project entitled “AN STUDY OF EMPLOYEES WELFARE
MEASURES with reference to ONGC RAJAMAHENDRAVRAM, submitted by me to the
department of commerce and management studies, SAMHITHA DEGREE COLLEGE,
RAJAMAHENDRAVARAM is of my own and has not been submitted to any university or
published any time before.
In partial fulfillment of the requirement for the award of the Degree of the “BACHELOR
OF BUSINESS ADMINISTRATION” affiliated to Adikavi Nannaya University,
Rajahmahendravaram

Place: RAJAMAHENDRAVARAM B.MONICA

 ACKNOWLEDGEMENT

I acknowledge the following distinguished personalities who graciously allowed me to carry out

this project work successfully. I feel it is my duty and honor to acknowledge all those who have

extended their guidance and warm support in completing my project work.

It is privilege to thank Sri. JAKKAMPUDI RAJA INDHRAVANDITH, the chairman of

“SAMHITHA DEGREE COLLEGE, Rajahmahendravaram for providing state of the art

facilities, experienced and talented faculty members.

I thank, Mr. T.RAMA KRISHNA, principal of SAMHITHA DEGREE COLLEGE,

Rajahmahendravaram for his continuous support and encouragement in my endeavor.

I also thank Mr. RAJESH KUMAR Head of Department for his continuous support and

encouragement in my project work.

I also thank Mr K.V.RAJESH KUMAR, by whose guidance I could make my project work

complete.

I also thank Mr. BANTI MAHANTY AGM H.R.D to permit me to do project work and provide

with the necessary information on ONGC.

Finally, I thank all my teaching and non-teaching staff members who extended their helping

hand in completion of my project.

B.MONICA
 A Study On

EMPLOYEE WELFARE MANAGEMENT

(With reference to OIL AND NATURAL GAS CORPORATION LTD, RAJAHMUNDRY)

By

B.MONICA

BBA

A report submitted in partial fulfillment of the requirement of BBA programme

Guided by

BANTI MAHANTY

Chief Manager (HR) (HR Department)

DEPARTMENT OF MANAGEMENT STUDIES

ADIKAVI NANNAYA UNIVERSITY

RAJAMAHENDRAVARAM
CHAPTER-1
 INTRODUCTION

The Human Resource Development (HRD) is an emerging concept of the present day.
Every organization with long term objective cannot afford to ignore to achieve the
standard of excellence. Significance of HRD is felt in all types of organizations like
manufacturing, trading, services, etc. Proper development of human resource is all the
more relevant in result oriented organization like “OIL AND NATURAL GAS
CORPORATION LIMITED” (ONGC) which is not only service organization but are also
considered as wheels of social change for improvement of general standards of prosperity
of the society along with public accountability. HRD has been defined as “activities and
processes undertaken by an organization to promote the intellectual, psychological, moral,
cultural, social and economic development of the individuals in an organization in order
to achieve highest human potential as a source of community”. It means to bring about
total all-round development of people so that they can contribute their best to the
organization, community, society and the Nation. Human resource which was identified
as a ‘commodity’ has now been recognized as a major asset for achieving organizational
objective, whether it is a public, private, cooperative or service sector. It is a process
consisting of four functions – acquisition, development, motivation and maintenance of
human resources. HRD is contributing to the survival and profitability of an organization.
It suggests the need for effective utilization of human resource, establishment and
maintenance of an organization structure. It secures integration of the individual with the
goal of an organization. In the context of the ONGC, HRD means not only acquisition
of new knowledge and skill but internal and external environment and attaining self-
confidence and motivation for public services. HRD is not a onetime exercise but it is a
continuous process.

WHAT HRD IS ABOUT?

Human resource constitutes one of the important resources of a nation . It is the most
strategic and crucial determinant factor of growth to any economy. The quality of human
resource in terms of its knowledge, skills, ability and behavioral pattern play a vital role
in the process of the economic growth and prosperity of the nation .

Multiplying of the capacities of man, the extension of his knowledge and

upgrading his skills and his maintenance through effective welfare activities may lead to
economic development when results only from action. Improvement in the manpower is
the key to the economic development of developing countries like INDIA, which are
blessed with vast human resources. Studies in the growth pattern like advance countries
have revealed that improvement in the quality of utilization of personnel have been a
major factor in accelerating the peace of economic growth. Even in a country like USA, a
large part of industrial growth is derived from not from more capital investments but by
the improvement in manpower.

In HUMAN RESOURSE DEVELOPMENT as all, recruitments, selection, training,

development and integration plays major role is similar to the maintenance of the
employees. As after selecting a employee and providing necessary knowledge through
educating him and increasing his capability time to time will become waste , if he ignore
to work in a organization for a casual reasons, like for not providing traveling charges,
not giving increments reasonable and etc. Which will create loss to the organization with
waste of valuable time and money. This can be avoided by satisfying their basic needs
and also by providing benefits like insurance schemes, pension, education facilities, health
facilities to the employees and to their family and etc.

HRD is a strategy to transform human resource input into outputs. The inputs are the people,
individual, groups and the total women organization. Transformation process managerial
subsystems for acquiring, developing, allocating, conserving, utilizing, evaluating and rewarding
people. The outputs are the service provided by individuals and groups to the organization
in which they are employed in particular and the society in general .

HR VISION, MISSION AND OBJECTIVE IN ONGC

Integrating Employees towards Organization Goals

HR Vision

“To attain organizational excellence by developing and inspiring the true potential of company’s
human capital and providing opportunities for growth, well being and enrichment.”

HR Mission

“To create a value and knowledge based organization by inculcating a culture of

Learning, innovation and team working and aligning business priorities with

Aspiration of employees leading to a development of an empowered, responsive and competent

human capital.”

HR Objectives

· To develop and sustain core values.

· To develop business leaders for tomorrow.

 · To provide job contentment through empowerment, accountability and

Responsibility.

· To build and upgrade competencies through virtual learning, opportunities for

Growth and providing challenges in the job.

· To foster a climate of creativity, innovation and enthusiasm.

· To enhance the quality of life of employees and their family.

· To inculcate higher understanding of ‘Service’ to a greater cause.

ONGC VISION

To be a world class Oil & Gas Company Integrated in energy business with

Dominant Indian leadership and global presence.

ONGC MISSION

WORLD CLASS

 Dedicated to excellence by leveraging competitive advantages in R&D and technology

with involved people.
 Imbibe high standards of business ethics and organizational values.
 Abiding commitment to health, safety and environment to enrich quality of community
life.
 Foster a culture of trust, openness and mutual concern to make working a stimulating &
challenging experience for our people.
 Strive for customer delight through quality products and services.

Integrated in Energy Business

 Focus on domestic and international oil & gas exploration and production business
opportunities.
 Provide value linkages in other sectors of energy business.
 Create growth opportunities and maximize shareholder value.

Dominant Indian Leadership of ONGC

Retain dominant position in Indian Petroleum sector and enhance India's
Energy availability.
EMPLOYEE WELFARE MANAGEMENT:

Employee welfare means “the efforts to make life worth living for workman”.
According to Todd “employee welfare means anything done for the comfort and
improvement, intellectual or social ,of the employees over and above the wages paid
which is not a necessity of the industry”.

The features of employee welfare are:-

 Employee welfare is a comprehensive term including various service , facilities and

amenities provided to employee for their betterment.
 The basic purpose is to improve lot of working classes.
 Employee welfare is a dynamic concept.
 Employee welfare measures are also known as fringe benefits and services.
 Welfare measures may be both voluntary and statutory.
Welfare includes anything that is done for the comfort and improvement of employees
and is provided over and above the wages. Welfare helps in keeping the morale and
motivation of the employee high so as to retain the employees for longer duration. The
welfare measures need not to be in monetary terms only but in any kind/form. Employee
welfare includes monitoring of working condition, creation of industrial harmony through
infrastructure for health, industrial relations and insurances against disease, accident and
unemployment for the workers and their families.

Labor welfare entails all those activities of employer which are directed towards
providing the employees with certain facilities and services in addition to wages or
salaries.

Labor welfare has the following objectives:

1. To provide better life and health to the workers.

2. To make the worker happy and satisfied.
3. To relieve workers from industrial fatigue and to improve intellectual, cultural
and material conditions of living the workers.
NEED FOR THE STUDY:
HRD is must for an organization that wants to be dynamic and growth oriented and
to succeed in the fast changing and maintenance of manpower and competitive
environment. An organization can poise for growth and dynamism only through effective
effort of its human resource. Employee welfare measures need to be continuously verified
for effective measures.

Organization provides welfare facilities to their employees to keep their motivation

levels high. The very logic behind providing welfare schemes is to create efficient, health,
loyal and satisfied labor force for the

organization. The purpose of providing such facilities is to make their work life better
and also to raise their standard of living. Maintaining a health and safe work
environment and improving staff motivation and productivity are critical issues for every
workplace. Significant social, economic and demographic changes have led organization to
review how they manage support individuals and the level of flexibility that they can
make available.

The need of welfare management is arises due to the increased opportunity, skills
and knowledge of employee and increased competition in the market between
organizations due to globalization.

OBJECTIVES:
The objectives of the present study are:

1. To study the existing structure of welfare activities in ONGC in general and

Rajahmundry Asset in particular.
2. To improve the loyalty and morale of the employees.
3. To study and analyze the problems of welfare measures in general and
working class of Rajahmundry Asset in particular.
4. To review welfare measures and activities and evaluate its effectiveness in
Rajahmundry Asset , Rajahmundry.
5. To offer suggestion for improvement on the relevant actions of welfare
measures design for working class in ONGC, Rajahmundry Asset, Rajahmundry.
 METHODOLOGY OF THE STUDY
The analysis of the project was based on the available information. Any information
about the topic is called the data.

Types of data:
1. Primary data
2. Secondary data
Primary data has been collected with the help questionnaire designed

for the purpose. The questionnaire has been supplied to the employees of ONGC, Rajahmundry
Asset, to respond the same. Personnel Investigation method in interviewing techniques have
been used simultaneously to make the study more exact. A single questionnaire is
prepared to working class and technical discipline i.e. for all employees. The data has
been collected to measure the effectiveness of the welfare activities with help of sample
frame.

Primary data has been supplemented by secondary data collected from the
company records, reports, manuals, journals, periodicals and standard books, existing records
such as annual reports, administrative reports that are available at ONGC, Rajahmundry
Asset, Rajahmundry.

Methods of interpretation:
The data has been collected is interpreted with the help of tables. To have better
idea about the final analysis, the result are converted into percentages and represented in
graphical format.
 SCOPE OF THE STUDY
The present study confined to the areas of welfare activities of ONGC, Rajahmundry
Asset, Rajahmundry. The study also covers the measurements of effectiveness of the
welfare activities of employees.

LIMITATIONS OF THE STUDY

Every study is conducted under some limitations. Some of the limitations of my study
are as follows:

1. The study is carried out only for a period of 45 days.

2. Data given is inadequate, as the officials are complied to the norms of
corporation.
3. Some information is not available due to confidential matters.
4. The study is based only on information provided in the public documents such as
annual reports of the company.
5. The project can only be satisfactory presentation to the best of my abilities in
spite of short coming.
CHAPTER-2
 INDUSTRY PROFILE

Oil and gas play a vital role in the speedy economic progress of Nation. India’saim
is to achieve self-sufficiency in oil production quickly and thus save valuable foreign
exchange. Oil is called as “Black-Gold” and is a strategic mineral wealth of our country. It is a
non-renewable energy resource, which means it can be replenished by the nature. Once oil is
detected, it needs huge investments and may take long gestation period to get the output.
Considering these factors, proper human resource dimensions should be planned for its
exploration.

The Oil and Natural Gas Corporation Limited (ONGC) is an Indian state-owned Oil
and Gas company headquartered at Degrading, India. The Oil and Natural Gas Corporation
Limited (ONGC), a “Maharatna” public sector enterprise, is one of the leading enterprises in the
country with significant contribution in its industrial and economic growth. Born about 55 years
ago, in August 1956, as department under the Ministry of Science & Technology, ONGC has
become a “Commission” through an Act of Parliament in 1959. The ONGC has grown today into
a full-fledged horizontally integrated upstream petroleum company within house service
capabilities and infrastructure in the range of oil and gas exploration and public related activities.

ONGC is incorporated under the Companies Act, 1956 on 23 June, 1993 by an Act of
parliament passed on 04th September, 1993 pursuant to the decision of government of India to
transform the Oil and Natural Gas Commission into a public limited company.

The ONGC is recognized as the Numerous Uno E&P Company in the world and 25th
among leading global Energy majors as per ‘Platt’s Top 250’ Global Energy Company Ranking
2008. It is the first and only Indian company to figure in Fortune’s “World’s Most Admired
Companies List, 2007”. The ONGC, a ‘Maharatna’ company, virtually represents the Indian
upstream sector and contributes 90 % of India’s crude oil production and 81% of India's Natural
Gas

production. ONGC is the highest profit-making corporation in India, according to

filings with the BSE of latest quarter results External Link. ONGC was set up as a
“Commission” on 14th August 1956. Indian government holds 74.14% equity stake in this
company.

ONGC is Asia's largest and most active company involved in exploration and
production of oil. It is involved in exploring for and exploiting hydrocarbons in 26 sedimentary
basins of India. It produces about 30% of India’s crude oil requirement. It owns and operates
more than 11,000 kilometers of pipelines in India. It is one of the highest profit making
companies in India. In 2010, it stood at 18th position in the Platt’s Top 250 Global Energy
Company Rankings, a turning point in the history of India’s oil sector was in 1994. While
the oil sector was on the backburner of India's political realm for some time, is was
brought to the forefront by the privatization of India's leading oil E&P organization, the
ONGC. Simultaneously, there were steps taken for the enhancement of production on the
Bombay High oil fields as the result of a INR 150 billion development investment.

ONGC became a publicly held company, registered under the provisions of the
Companies Act, 1956 in February 1994, following the Indian government's decision to
privatize. This privatization was conceived and achieved (sweat equity) to a great extent by
ONGC’s influential Association of Scientific and Technical Officers (ASTO) – spearheaded by
the then Bombay top executives Ganesh P. Shahi and Amarjit S. Jowandha (DGM and Head
- Management Services Group too) who worked closely with the then ONGC CMDs S. K.
Manglik and S.L. Khosla, IAS and with Dr. Vijay Kelkar, Secretary, Ministry of Petroleum &
Natural Gas, Government of India, among others. Amarjit S. Jowandha was able to usher in
change from his earnings, inter alia, from his alma mater University of Bombay [Jamnalal
Bajaj Institute of Management Studies (also referred to as JBIMS or just Bajaj]. Eighty percent
of ONGC assets were subsequently owned by the government, the other 20% were sold to
the public. At this time, ONGC employed 48,000 people and had reserves and surpluses
worth INR 104.34 billion, in addition to its intangible assets. The corporation's net worth of
INR 107.77 billion was the largest of any Indian company.

After its initial privatization, ONGC had authorized capital of INR 150 billion: it also
met its need to raise INR 35 billion to invest in viable oil and gas projects. The Asian
Development Bank (ADB) had also set a deadline for privatizing and restructuring at 30
June 1994, if loans were to be granted for development of two ONGC projects. As a
consequence of the successful privatization, the loans were granted - US$267 million for
development of Gandhar Field, and US$300 million for the gas flaring reduction project in
the Bombay Basin. The successfully formulated and implemented privatization strategy put
ONGC at par with other large multinational and domestic oil companies.

The great strides have been made in oil and gas exploration by two National oil
companies namely Oil and Natural Gas Corporation Ltd (ONGC) and Oil India Ltd (OIL).

A number of new discoveries have been in the Gulf of Cambay, Krishna-Godavari and
Rajasthan basins by private/joint venture companies. In deep water areas of the Krishna-
Godavari basins many large prospects are under drilling. This would result in finding several gas
fields along the east coast with 3-4 years. This area can produce 25-30% more gas over the
current production.
ONGC A NAVARATNA COMPANY:
In order to have competitive advantages and support to the public sector enterprises in
their drive to become global giants, the government (under

the ‘common minimum programme’), decided to grant enhanced autonomy

and delegation of powers. To the selected public sector enterprises are, namely ONGC,
SAIL, BSNL, NTPC, BHEL, IOC, BPCL, HPCL, IPCL. In pursuance of these objective the
government has given the following delegation of decision- m a k i n g authority through the
board of the above PSEs:

 To incur capital expenditure on purchase of new items or for replacement, without

any monetary ceiling and it is not necessary for the boards of the Navigant’s to
obtain Govt. approval, including PIB approval for setting up of new projects or
expansion. This, however, is subject to the guide lines of Govt. In this regard and does
not over environmental of similar other clearances, required statutorily or under
specific instruction.
 To enter into technology joint venture or strategic alliances.
 To obtain by purchase or other arrangements, technology and know-how.
 To effect organizational restructuring including establishment of profit centers,
opening of offices in India and aboard creating new activity centers etc.
 To create and wind up all posts including and upto those of non-broad directors
i.e., functional directors who may have the same pay scales as that of board level
director, but who would not be members of the board. All appointments up to this
level would also be in the powers of the boards and would include the power to
effect internal transfers and re-designation of posts.
 To structure and implements schemes relating personnel and human resource
management, training, voluntary or compulsory retirement schemes, etc.
 To raise debt from the domestic capital markets and for borrowings from
international market, which would be subjected to the approval of RBI/Department
of economic affairs as may be required and should be obtained through the
administrative ministry.
 To establish financial joints ventures and wholly owned subsidiaries in India or
aboard with the stipulation that the equity investment of the PSE should be
limited to the following:
1. Rs. 200 crores in any one project.
2. 5% of the net worth of the PSE in any one project.
 3. 15% of the net worth of the PSE in all joint ventures/subsidiaries put
together. The structure of ONGC can give a clear view of the organization, which is as

above:

Exploration and production sector in India:

Exploration activity started in India way back in 1866 in the northeastern state of Assam, just
seven years after drilling of the first oil well in Pennsylvania, USA. For about a century the E&P
activity was restricted to the northeastern part of the country and till early 1960’s the total crude
production in India was only about 10,000 Barrels per Day(bpd). Burma oil was the only
company engaged in E&P. With the demand growing, the government recognized the need to
explore hydrocarbon resources and accordingly set up Oil & Natural Gas Commission in1956,
Burma oil was also merged with Oil India Ltd, and this was however taken over by GOI in 1981.
ONGC was converted in to a public ltd company in 1993.

ONGC and OIL enjoy the status of National Oil Companies and have a duopoly with about 90%
and 10% share respectively. The NOC market their produce directly except natural gas, which is
distributed through Gas Authority of India Ltd.

Quality of crude produced in India

The crude produced by ONGC in the Bombay offshore basin, typically about 38 API with
about 0.03% sculpture, is considered to be very light and sweet and comparable with Nigerian
light crude. The crude produced in the onshore fields typically is about 32 API with about 0.20%
sculpture and comparable with Minas crude from Indonesia. In our opinion, the crude produced
in the Bombay high would trade at a premium to Saudi light / Brent and other crude would
approximately equate with Brent prices, strictly from purity and specific gravity of point of view.

ONGC GROUP COMPANIES

ONGC VIDESH LTD:

ONGC Videsh Ltd is a wholly owned subsidiary of ONGC. It is the biggest Indian
multinational, with a committed overseas investment of over USD 5 billion, involved in 25 Oil
& Gas properties across 15 countries – Vietnam, Sudan, Russia, Iraq, Myanmar, Libya, Cuba,
Brazil, Nigeria, JDA, Egypt, Qatar, Nigeria, Columbia and Syria. It is the second largest E&P
Company in India by reserves, second only to parent ONGC. With a long –term target of
acquiring 60 MMTPA of equity oil and gas overseas by 2025, OVL gained gross revenue
during 2009-2010 was Rs 153,828 million (it was Rs 184,235 million, 2008-2009) and the
net profit after tax during 2009-2010 was 20,896 million (it was Rs 28,067 million, 2008-2009).
The reduction in gross profit and profit after tax is mainly due fall of crudeoil price in
international market.

ONGC NILE GANGA BV (ONGCBV):

ONGC Nile Ganga BV is a wholly-owned subsidiary of ONGC Videsh Ltd.
Incorporated in the Netherlands, it has a 25% participating Interest in the Greater Nile Oil Project
in Sudan, located in the Mug lad Basin, around 435 miles south west of the capital, Khartoum. It
has established over a billion barrels of Oil Reserves, with current production of 285,000 Barrels
Oil Per Day (BOPD) from 10 fields. The other partners in the consortium are China’s china
National petroleum Company with 405 PI and Malaysia’s Patronas with 30% participative
interest. Intensive exploratory efforts are going in Blocks 1A, 2A and 4 in order to establish
additional reserves.

ONGC MITTAL ENERGY LTD:

ONGC Mittal Energy Services Ltd, headquartered at London, is a joint venture
between ONGC and the Mittal Investments Sarl that was formed with the same ownership
structure as that of OMEL, for cooperation in a variety of trading activities and shipping of Oil
and Gas, including Liquefied Natural Gas, sourced through ONGC Mittal Energy. ONGC has 50
% Of equity shares in the company.

The highlights during the period of 2009-2010 are as follow:

 Refinery crude thruput-1250 MMT.

 Turnover – Rs 360,809 million.
 Profit after tax – Rs 11,124 million.
MANGALORE REFINERY & PETROCHEMICALS LTD:
MRPL is a State-of –the-art, grass-root refinery at Mangalore and is fully owned
subsidiary of ONGC. The refinery has got a versatile design with high flexibility to process
Crude of various API, with a high degree of automation.

MRPL, with a design capacity to process 9.69 million metric tons per annum, has the
highest capacity utilization (125%) among all Indian refineries. It is the only refinery in India to
have 2 Hydro- crackers producing Premium Diesel. It is also the only refinery in India to have 2
Continuous Catalytic Regeneration Plat forming units producing Unleaded Petrol of High Octane.
It is also the first Indian refinery to produce Euro III and IV Motor Spirit and HSD (high speed
diesel).

The Refinery has been adjudged the most energy – efficient Indian refinery, winning the
prestigious Jawaharlal Nehru Centenary Award for Energy Performance from the center for High
Technology under the Ministry of petroleum & Natural Gas, for the third consecutive year.

MANGALORE PETROCHEMICALS LTD:

Mangalore Petrochemical Ltd, with 49 % equity participation by ONGC, 3% by MRPL
and the balance 51% by banks financial institutions, will implement the Aromatics
Petrochemicals complex within the Mangalore SEZ in Karnataka, with an estimated investment
of Rs. 4852 cores as a value-addition initiative to the Naphtha stream of MRPL, to be
commissioned around the end of 2010.

ONGC PETRO – ADDITION LTD:

The company – the SPV of Dahej petrochemicals Complex, has been incorporated and
named as ONGC Petro-additions Ltd. ONGC has 26 % equity participation of ONGC, 5% by
GSPC and the balance 69% by strategic investors and financial institutions. The mega
petrochemicals project, involving an estimated investment of Rs. 13600 crores, along with
global – scale cracker and downstream polymer plants has been planned for fast-track
implementation. This was commissioned around mid-2010, catalyzing significant economic
development in Western India and the rest of the country.

PETRNONET LNG LTD:

ONGC has 12.5 % equity in Petro net LNG LTD, which has set up India’s first LNG
receiving and degasification terminal, at Dahej in Gujarat and is building another terminal at
Kochi in Kerala.
PERTRONNET MHB LTD:
ONGC holds 23.5 % equity in PMHBL, a product pipeline company linking MRPL to
Bangalore.

ONGC TRIPURA POWER PLANT AT TRIPURA:

ONGC is setting up a mega 2*370 MW advanced-class, combined cycle power plant at
palatana in Tripura. The generated power will cater to the demand of the Northeast and will also
be transmitted to the northern Grid to feed demands in North India. The first phase of the
project is likely to be completed by December, 2011.

PAWANHANS HELICOPTERS LTD:

ONGC has 21.5% equity in PHHL, with balance 76.5% equity with the government of
India. PHHL is one of Asia’s largest helicopter operators having a well-balanced operational
fleet of 35 helicopters. It provides helicopter support for ONGC’s offshore operations. PHLL
was successful in providing the 12 Dauphin N and N3.
CHAPTER-3
 COMPANY PROFILE

PROFILE OF RAJAHMUNDRY ASSET:

The Rajahmundry Asset was established during 1977-78 and is presently headed by Shri.
A.A. Khan, Executive Director. Rajahmundry Asset, erstwhile known as KG Project, is one of
the major work centers in Southern Region of ONGC. The area of operations in Andhra Pradesh
is spreading in East Godavari, West Godavari and Krishna Districts.

The following are the milestones of Rajahmundry Asset since its inception.

1. Geological Surveys initiated in 1959

2. Geophysical Surveys initiated in 1960
3. First exploratory drilling commenced in the basin at Narasapur—1 in 1979.
4. First off shore well G-1 -1 drilled in 1980 at a water depth of 250 produced oil.
5. Oil production and on land commercial production of gas started in 1988
6. Oil production started from November 1987.
7. Commenced Gas sales in February 1988.
8. Deepest On land well: Bhavadevarapalli-1 (5001 m)
9. Deepest Offshore well: GS-11-1 (4611 m)
10. ISO-140001 awarded to Tatipaka Mini refinery in 2003.
11. Sagar samridhi’ campaign started in 2004-05.
Resources of the Asset:
Currently, there are about 1452 employees are working in Rajahmundry Asset, East Coast
offshore Asset and KG-PG Basin. In Rajahmundry Asset there are about 18 Production
installations as under:

Group Gathering Station 2

Gas Collecting Station 9

Extended Production Testing 7

Effluent Treatment Plant 2

Water Injection plant 1

Tatipaka Mini Refinery 1

The following are the salient features of the Rajahmundry Asset:

 Rajahmundry Asset is operating and handling production both in onshore as well as in

Offshore.
 Rajahmundry Asset is the only Asset in ONGC that manages operations in both upstream
and downstream sector.
 Tatipaka Mini Refinery (ISO14001) is the first of its kind in ONGC, which is operating
in this Asset.

PRESENT PRODUCTIONS STATUS:

 OIL PRODUCTION: 840 TONS/ day
 GAS PRODUCTION: 4.15 MMCMD
 VAP PRODUCTS: 270 TONS/DAY
A. Naphtha : 95 Tons/day
B. Kerosene oil : 35 tons/day
C. High speed Diesel : 65 tons/day
D. Low sculpture high stock: 75 tons/ day

Wings of the work center:

1. Administrative Office- Godavari Bhavan, Rajahmundry
2. Dowleshwaram Workshop (6Kms)
3. Narsapur sub-office (90 Kms)
4. Kakinada Offshore Supply Base (60 kms)
5. Vizag Liaison office (201 km)
6. Hyderabad Marketing Division (501 km)
7. Tatipaka Refinery (90 kms)
8. Field -7 Rigs and 19 Installations

Targets:
 Over achieved assigned onshore production targets
Oil: 116%

Gas: 105%

VAP: 148%
RECOGNIZATIONS:
 Letter of Appreciation form C&MD for consistent performance
 2008-09 Achieved Outstanding grade (113%) in performance contract
 Reduced gas flaring from 20000 SCMD to 2000 SCMD
 Oil reconciliation factor: 0.75 % against PC target of 0.9%
 Commissioned first IOR scheme (water Injection) at Lingala Field
 Average on land rig building time – 7.19 days: Fastest in ONGC
 E-1400-17 drilled highest number of wells in a year: 7 wells

SPECIAL INITIATIVES (FOR ENHANCING PRODUCTION):

Fast Track field development

Side Tracking of NF/Abandoned wells

Cluster Drilling for Field Development.

CHAPTER-4
 THEORETICAL FRAME WORK
After knowing briefly, the profile of “OIL AND NATURAL GAS CORPORATION”
(ONGC),we can easily know the importance of HUMAN RESOURCE DEVELOPMENT
(HRD), & maintenance of man power, & etc. While achieving organizational objective,
EMPLOYEES WELFARE MEASURES play a vital role.

Employee welfare is a comprehensive term, which means “the effort to

make life worth living for workmen. It includes various services, facilities, and benefits offered
to employees by the employers, unions and the government. The purpose is to improve the living
standard of workers and thereby improve the quality of work life. Employers voluntarily extend
a number of benefits to employees in the hope that these indirect compensation plans motivate
employees to perform better. Over the years the type of benefits offered have been expanding in
line with competitive pressures, changing job market trends, employee’s expectations, union
demands, and legislative requirements.

Before knowing employee welfare measures and management of ONGC

company, first let us know clearly what actually employee welfare means and its importance and
various types of welfare measures.

Meaning of welfare given by different authors:

 The oxford dictionary defines “Labor welfare as effort to make life worth living for
workmen”.

 Chamber’s dictionary defines “Welfare as a state of faring or doing well freedom from
calamity, enjoyment of health prosperity”.

 The encyclopedia of social science defines “The voluntary effort of the employees to
establish within the existing industrial item working and something add living and
cultural conditions beyond; at is required by law of customs of the industry and condition
of market”.

 R.R.Hopkins says “Welfare is fundamentally an attitude of mind on his part of

management activities is undertaken”.

HOW QUALITY OF WORK LIFE (QWL) RELATES EMPLOYEE

WELFARE?
QWL efforts are systematic effort by organization to give workers a
greater opportunity to affect the way they do their jobs and contributions they make to the
organization’s overall effectiveness. It is a way of empowering employees by giving them a
greater say in the decisions making process. QWL means having good working conditions, good
wages, and benefits, good leadership and interesting challenging jobs. QWL efforts include the
following:

EMPLOYEES INVOLVEMENT: Here is given the opportunity to participate in the

decisions that affect them and their relationship with the company.

QUALITY CIRCLES: These are small goods employees who meet regularly to find
analyze and solve quality and other work-related problems of a particular
department/section/area.

SOCIO TECHNICAL SYSTEM: These are intervention in the work situation that
redesigns the work, the work group and the relationship between workers and the technologies
they use to perform their jobs.

CO DETERMINATION: In this method, representatives of workers meet management in a

formal way discuss and vote on important decisions that affect the lives of workers.

SELF MANAGED WORK TEAM: These are employee group (also called autonomous work
group) with a high degree of decision making, responsibility and behavioral control for
completing their work. The term is usually given the responsibility for producing an entire
product or service.

SUGGESTION PROGRAMS: It is a formal method for generating evaluating and

implementing employee’s ideas.
OPEN DOOR POLICIES: Where open door policies exist, employees are free to walk
intoany manager’s office with their problem and seek solutions to such problems.

HRD system focuses on employee welfare and QWL by continually

examining employees need and meeting them to the best possible extent. In that process one of
the main systems is HUMAN RESOURCE INFORMATION SYSTEM (HRIS).

HRIS are a method by which an organization collects, maintain and report

information on people and job. The information is generally stored in a central human resource
data bank. It contains following details:

Personal data: Like Identification, education, reserved category, place of origin,

etc.

 Recruitment data: Like entry date, grade in aptitude test, grade in leadership tests.

 Experience data: Like placement history promotions tasks performed grade wise.

 Appraisal data: Like appraisal on each job, ratings of behaviors in a group, commitment
to overall goals, etc.

 Training data: Like nature of training at each level, current training assignment, etc.

 Miscellaneous: Like health status, personal problems security needs record of incentives
received, absence and sickness date, etc.

This information is put to use whenever there is a need to identify employees for certain special
assignments.

IMPORTANCE OE EMPLOYEE WELFARE:

Importance of employee welfare can be known by, Performance and potential

appraisal which help an employee to develop his role, capabilities and prepare him for future
changes. Training improves his learning abilities. Feedback and performance coaching helps him
correct mistakes and improve interpersonal relationships. OD promotes the collaborative spirit
and self-renewing skills. Rewards and welfare amenities enrich the life of employees and help
them carry out the assigned tasks with zeal and enthusiasm. It should be remembered that the
subsystems discussed above should not be viewed in isolation. They are all inert connected and
interdependent parts. When viewed in isolation they do not offer the synergetic advantages of a
well-developed HRD system.
 Welfare helps in keeping the morale and motivation of the employees high so as
to retain the employees for longer duration. The welfare measures need not be in monetary terms
only but in any kind/forms. Employee welfare includes monitoring of working conditions,
creation of industrial harmony through infrastructure for health, industrial relations and insurance
against disease, accident and unemployment for the workers and their families.

Employee welfare entails all those activities of employer which are directed
towards providing the employees with certain facilities and services in addition to wages or
salaries.

The very logic behind providing welfare schemes is to create efficient, healthy,
loyal and satisfied labor force for the organization. The purpose of providing such facilities is to
make their work life better and also to raise their standard of living. The important benefits of
welfare measures can be summarized as follows:

 They provide better physical and mental health to workers and thus promote a healthy
work environment.

 Facilities like housing schemes, medical benefits, and education and recreation facilities
for workers’ families help in raising their standards of living. This makes workers to pay
more attention towards work and thus increases their productivity.

 Employers get stable labor force by providing welfare facilities. Workers take active
interest in their jobs and work with a feeling of involvement and participation.

 Employee welfare measures increase the productivity of organization and promote

healthy industrial relations thereby maintaining industrial peace.

 The social evils prevalent among the labors such as substance abuse, etc are reduced to a
greater extent by the welfare policies.

SOME OF THE PROMINENT ACTS RELATED TO WELFARE ARE:

 The Factories Act, 1948
 The Mines Act, 1952
 The Workmen’s Compensation Act, 1923
 The Trade Union Act, 1926
 The Finance Act, 2005
 The Income Tax Act,1961
 The Maternity Benefit Act,1961The Employee’s State Insurance Act, 1948
 The Payment of Gratuity Act, 1972.
 The Industrial Disputes Act, 1947
 The above acts are explained briefly as follows: -

The Factories Act, 1948:

The main focus of the Act is on employee’s health, welfare and safety. The provisions
provided by this Act are:

 Provision for Adequate, suitable and clean washing facilities, Toilets / Urinal facilities
separately for men and women.
 Proper ventilating and lighting.
 Facilities for storing and drying clothes.
 Canteen facilities should be provided, if more than 250 workers are employed.
 There must be a welfare officer, wherever more than 500 workers are employed.
 First aid boxes should be provided.

The Mines Act, 1952:

The purpose of this act is to provide a consolidate law relating regulation and safety of labor in
mines. This also provides same measures as factories act with additional welfare amenities to
person working in mines, especially those who work below the ground.

The Workmen’s Compensation Act, 1923:

According to this act the employee should be provide compensation in case of injury caused
during accident. In case of death/disablement, the

Employment is given to eligible in their family, if there is no eligible person in their family then
compensation is payable.

The Trade Union Act, 1926:

The primarily purpose of this Act is to regulating the relations between workmen and
employers or between workmen and workmen, or between employers and employers, or for
imposing restrictive conditions on the conduct of any trade or business. It includes federation of
two or more trade unions (section 2(h)).

This act plays a prominent role in maintaining peace in organization, which will increase
the productivity.
The Finance Act, 2005:
Under this act fringe tax is include. Fringe benefits include those items paid to the employees
over and above their normal “salary”. Fringe benefits are the benefits received by the employee
taxable in the hands of the employer.

The Income Tax Act, 1961:

According this act every citizen of India, who earns money more than the specification given by
government they have to pay tax to the government. This act relates to welfare as it includes
benefits which come under fringe benefits. And this article identifies some of fringe benefits
defined under the Income tax act, 1961. And this also led to introduction of fringe benefit tax.

The Maternity Benefits Act, 1961:

The aim of this act is to provide the maternity benefits to and certain other benefits for women
employees working in factories and other establishment leave with pay of 12 weeks for the
purpose of maternity related confinement and six weeks for miscarriage/abortion is requires to be
given by the employer to women employees under this act.

The Employee’s State Insurance (ESI) Act, 1948:

The main objective of ESI act is to provide the certain benefits to the employees in case
of sickness, maternity and employment injury. The act provides sickness benefit, disablement
benefit and depend benefit subject to periodical payment by the injured employee. The ESI act is
applicable to the employees working in the covered establishment of notified area.

The Employee’s Provident Fund and Miscellaneous Provision Act, 1952:

The main objective of this act is to provide provident fund (PE), employee pension, deposit
linked insurance for employees in factories and other establishment. The act contemplates a
contribution by the employer towards PF. It also provides for an employee pension, out of the
contributions made by employer as prescribed in the contributions made by employer as
prescribed in the

act and scheme. Employees are allowed to withdraw for certain specific purpose like house
building, children’s marriage, education etc.

The Payment of Gratuity Act, 1972:

The act provides for payment of gratuity to employees working in factories, mines, etc. the
act enjoins upon the employees to pay gratuity at the rate of 15- d ay wages for every
completed year of service with a ceiling of 20 months wages to employees who have put in
minimum period condition is relaxed.
THE AGENCIES OF EMPLOYEE WELFARE ARE:
There are several welfare agencies through various measures are undertaken. They are as
follow: -

 Central Government: The central government has made elaborate provision for the
health, safety and welfare under factories act, 1948 and mines act, 1952. These acts
provide for canteen, crèches, rest room, shelters, etc.
 State Government: Government in different states and union territories provide
welfare facilities to workers. State Government prescribes rules for the welfare for the
workers and ensures compliance with the provision under various labor laws.
 Employers: Employers in India in general looked upon welfare work as fruitless and
barren through some of them indeed had done pioneering work.
 Trade Unions: In India, trade unions had done little for the welfare of workers. But
few sound and strong unions have been the pioneering in this respect. For example,
Ahmadabad textiles labor association and the Mazdoor sabha, Kanpur.
 Other Agencies: some philanthropic, charitable social services organization likes seva
sadan society, Y.M.C.A, etc.

TYPES OF WELFARE SERVICES:

The welfare services can be classified into two types. They are Intramural and
Extramural.

Intramural Services: These are the services which are provided within the organization, like as
follow:

 Canteen facilities,
 Rest rooms,
 Crèches,
 Uniform etc.
Extramural Services: These are the services which are provided outside the organization, like as
follow;

 Housing facilities,
 Education facilities,
 Child welfare,
 Leave travel facilities,
 Interest free loans,
  Workers cooperative stores,
 Vocational guidance etc.

Organizations provide welfare facilities to their employees to keep their motivation

levels high. As the welfare services are two types, similarly the welfare schemes can be
classified into two categories, they are statutory welfare schemes and non-statutory welfare
schemes. The statutory schemes are those schemes that are compulsory to provide by an
organization as compliance to the law governing employee’s health and safety. These include
provisions provided in industrial acts like Factories Act, 1948, Dock Workers Act, 1986, Mines
Act, 1962, etc. the non-statutory schemes differ from organization to organization and from
industry to industry.

The statutory welfare schemes include the following provision:

1. Drinking water: In all the work places safe and hygienic drinking water facilities
should be provided.
2. Facilities for sitting: In every organization, especially factories, suitable sitting
arrangements are to be provided.
3. First aid appliances: first aid appliances are to be provided and should be readily
assessable so that in case of any minor accident initial medication can be provided to
the needed employee.
4. Latrines and urinals: a sufficient number of latrines and urinals are to be provided in
the office and factory premises and are also to be maintained in a neat and cleaned
way conditions.
5. Canteen facilities: Cafeteria or canteens are to be provided by the employers so as to
provide hygienic and nutritious food to the employees.
6. Lighting: proper and sufficient lights to be provided for employees so that they can
work safely during night shifts.
7. Washing places: Adequate washing places such as bathroom, wash basin with tap and
tap on the stand pipe are provided in the port area in the vicinity of the work place.
8. Changing rooms: Adequate changing rooms are to be provided to workers to change
their cloths in factory area and office premises. Adequate lockers are also provided to
the workers to keep their clothes and belongings.
9. Rest rooms: Adequate number of rest rooms is to be provided to the workers with the
provisions of water supply, wash basin, toilets, bathroom, etc.

Many non-statutory welfare schemes may include the following schemes:

1. Personal Health Care (regular medical check-ups): Some of the

companies provide the facilities for extensive health check-up.
 2. Flexi-times: The main objective of the flextime policy is to provide opportunity to
employees to work with flexible working schedules. Flexible work schedules are
initiated by employees and approved by management to meet business commitments
while supporting employee personal life need.
3. Employee assistance programs: Various assistant programs are arranged like
external counseling service so that employees or members of their immediate family
can get counseling on various matters.
4. Harassment policy: To protect an employee from harassment of any kind,
guidelines are provided for proper action and also for protecting the aggrieved
employee.
5. Maternity &adoption leave: Employees can avail maternity or adoption leave
paternity leave policies have also been introduced by various companies.
6. Medi-claim insurance scheme: This insurance scheme provides adequate
insurance coverage of employee for expenses related to hospitalization due to illness,
disease or injury or pregnancy.
7. Employee Referral scheme: In several company’s employee referral scheme is
implemented to encourage employees to refer friends and relatives for employment in
the organization.

EMPLOYEE WELFARE MEASURES IN ONGC:

ONGC having strength of nearly 33000 strong manpower (in All India basis) and it always
value its people. As a ‘company that cares’, it generously extends several welfare benefits to its
employees in the area of education, housing, recreation, medical facilities and social security.

As women employees constitute about 6.1% of ONGC work force. To increase their
percent and to develop them various programs for empowerment &development, including
program on gender

Sensitization is recognized regularly. And it also set up a women development forum at

every asset/basin of the company to look after the welfare improvement in the working
conditions, training and development and redressal of grievances of women employees. The
welfare measures are classified into two broad groups, they are as follow:

1. Intramural welfare measures

2. Extramural welfare measures.

The brief description of both groups with its subparts will be given below.

1. Intramural welfare measures:

 Work Environment Being Provided in organization:
 They take care of sanitation and cleanliness of rooms, like its temperature, humidity,
ventilation, lightening, elimination of dust, smoke, fumes, gases & etc.
 Similarly, they maintain sanitation of premises, like compound wall, lawns, garden,
passages and doors, & floor. And they also maintain their building by coloring it
regularly (for every 6 or 12 months).
 Distribution of work hours and provision for rest hours, meal time and breaks in order to
reduce stress on employees.
 Workmen safety measures are being taken, that is, maintenance of machines and tools,
fencing of machines, providing guards, helmets, aprons, goggles, and first-aid equipment.
 They provide convenience and comfort to employees i.e., operative’s posture, seating
arrangements.

 Convenience:
Convenience should be provided to employee in below factors:

 Urinals and lavatories, wash basin, bathrooms, provision for spittoons; waste disposal.
 Drinking water.
 Canteen services.
 Management of worker’s cloak rooms, rest room, reading room and library.

 Worker’s health services:

They must provide services like factory health center, dispensary,
ambulance, emergency aid, and medical examination for workers, health education,
health research, family planning services.

 Women and Child Welfare:

Antenatal and postnatal care, maternity aid, crèche and child care,
women’s general education, separate services for women workers, i.e., lunch rooms,
urinals, rest rooms, women recreation (indoor), Family planning services.

 Worker’s Recreation:
Indoor games, badminton open ground, basketball ground and gulf
ground are being provided for workers.
Employment Follow-up:
Progress of operative in his/her works, his/her adjustment problems with
regard to machines and workload, supervisors and colleagues, industrial counseling.

Economic Services:
Co-operatives, loans, financial grants, thrift and saving schemes, budget
knowledge, unemployment insurances, health insurances, employment bureau, profit-
sharing and bonus schemes, transport services, provident fund, gratuity and pension,
rewards and incentives, workmen’s compensation for injury, family assistance in
times of need.

Labor Management Participation:

 Formation and working of various committees, I.e., works committee, safety committee,
canteen committee, consultation in welfare area, in production area, in the area of
administration, in the area of public relations.
 Workmen’s arbitration council.
 Research bureau.

Worker’s Education:
Reading rooms, library, circulating library, visual education, literary classes, adult
education, social education, daily news review, factory news bulletin, cooperation
with workers in education services.

Extramural welfare measures:

 Housing: It constitute bachelor’s quarters, family residence.

 Water, sanitation, waste disposal.
 Roads, lighting, parks, recreation, play grounds.
 Schools, nursery, secondary and high school.
 Markets, co-operatives, consumer and credit societies.
 Bank.
 Transport.
 Communication, post, telegraph and telephone.
 Health and medical services, dispensary, emergency ward, out-patient and in-patient care,
family visiting, family planning.
 Recreation: games, clubs, craft centers, cultural programs, i.e., music clubs, interest and
hobby circles, festival celebration, study circles, reading room and library, open air
theatre, swimming pool, athletics, gymnasia.
 Watch and ward, security.
 Community leadership development, council of elder, committee of representative,
administration of community services and problems, child, youth and women’s clubs.

Welfare Services by Government:

The Government of India has enacted several welfare facilities for their employees,
with a view to make mandatory for employers, to provide certain facilities for their
employees. The laws under which government provide various facilities to employees are
the Factories Act, 1948, the Mines Act, 1952, the Plantation Labor Act, 1951, the Bidi
and Cigar Workers (condition of employment) Act, 1966 and the Contract Labor Act,
1970.

Another significant step taken by the central government has been to constitute welfare
funds for the benefit of the employees. These funds have been established in coal, mica,
iron-ore, limestone, and dolomite mines. The welfare activities covered by these funds
include housing, medical, educational and recreational facilities for employees and their
dependents.

Employee Welfare Trusts:

ONGC has established the following major Trusts for welfare of

the employees:
 Employees Contributory Provident Fund (ECPF) Trust, managing
Provident Fund accounts of employees of your Company.

 The Post Retirement Benefit Scheme (PRBS) Trust of your Company

manages the pension scheme of the employees.
 The Composite Social Security Scheme (CSSS) formulated by your
Company provides an assured ex-gratia payment in the event of
unfortunate death or permanent disability of an employee in
services.
 Families of deceased employees get a financial assistance under the
scheme ranging between Rs. 1.5 million to Rs. 2.0 million.
 ONGC Sahayog Trust has been created for welfare of secondary
workforce or their heirs, who are in financial distress. Gratuity
Fund Trust has been created for payment of gratuity with provision
Of Gratuity Rules.

It implemented the Employees’ Pension Scheme (EPS 1995),

 retrospectively i.e., 16lh November, 1995. It implemented a single integrated’ seamless
computerized accounting system for all welfare trusts pertaining to investments,
accounts, settlement and contribution etc. Employee accounts are now
maintained on the new system, duly reconciled and updated, and can be
viewed by the employees themselves on Company’s intranet. Almost all
payments are made to the members through e-payment mechanism. Implementation Of
Government Directives for Priority Section
It complies with the Government directives for Priority Section of the society. The
percentage of Scheduled Caste (SC) and Scheduled Tribe (ST) employees were 15.80%
and 8.53% respectively as on 1sl April, 2010.

EMPLOYEE WELFARE MEASURES IN RAJAHMUNDRY ASSEST:

1. ONGC ESTATE

 Area:
150 acres of land acquired by ONGC for the purpose of office complex, residential
accommodation, ONGC KV, Shopping Centre, Medical Centre, sports complex with
green, green and green wherever you go. It is full of trees with wide variety viz.
Mango, Cashew nut, neem and other flower lawns.

ACCOMMODATION & OTHER AMENITIES

Office building: Is at a stone’s throw and one can walk from the colony through a natural
green belt of our own. It is always suggested that one has to be park the vehicle far away as far as
possible so that one can walk for a while at least at that moment of the day. In this case, you need
not come by vehicle or park the vehicle, you can straight come to office from home

2. ONGC HOUSING VACANCY POSITION

Type of Accommodation: We have 11 D type quarters for DGM & above, 72 C type quarters
for E-3 and above and 60 B Type quarters for others.
Bachelor Accommodation: 18-B Type quarters are exclusively earmarked for allotment to
Bachelor/ forced bachelors.

3.
Sl. No Type of Quarter Total no Allotted Vacant
1 B 60 58 02
2 C 72 42 30
3 D 11 08 03
EDUCATION DETAILS:
The ONGC kendriya Vidyalaya, Rajahmundry, affiliated to CBSE, was started in
the year 1994. The Vidyalaya has classes from I to XII with Science Stream at the Plus-
Two level.

The Vidyalaya provides opportunities to its students to participate in a variety of

activities. The Vidyalaya participates in Games & Sports, other activities organized
locally and also at Inter Kendriya Vidyalaya level by the Kendriya Vidyalaya Sangathan.
The activities include Mathematics Olympiyad, GreenOlympiyad, National Level Essay
and Painting Competitions, Adventure Activities, Educational Tours, Exhibitions,
Scouting etc.

The Vidyalaya has a well-stocked library of over 4400 books to inculcate regular
reading habits. We subscribe to over 27 magazines and periodicals of educational and
literary nature.

Computer Education is provided by well qualified specialists from Class III to

Class XII. The Vidyalaya has two well-equipped Computer Laboratories. Internet access
in available to the students in the think. comroom and the Computer Laboratory.

The Vidyalaya provides modern education using the latest Educational

Technology with OHP, Computers, Internet and LCD Projector to prepare students for
life in the 21st century.

The Vidyalaya is adequately staffed with highly qualified and experienced teachers.
The Vidyalaya provides coaching in sports, craft and fine arts.

Remedial coaching classes are run for Class X and XII students from July to
December. The Vidyalaya provides special coaching in
 Shuttle, Badminton and Dance. Of course, there are also other schools in the city with
CBSE, ICSE and State Government recognized school.

Bus facility for KV and St. Ann’s School children from all important points of the
city including ONGC colony – Base Complex has also been provided. In addition,
Rajahmundry city has number of good School having CBSE/State syllabus pattern.
English medium schools are of very good standard.

4. MEDICAL FACILITIES:
Dispensary counters in Occupational Health Centre within base complex
premises. In addition to our campus, we have full-fledged dispensaries in Rajahmundry,
Dowleswaram and Narsapur. All medical support is being extended to the employees
by our two qualified regular medical doctors and para medical staff. We have also on
our empanelment all the specialist doctors, diagnostics clinics. In case of necessity, we
also have empaneled hospitals in the nearby cities like Kakinada, Vijayawada,
Visakhapatnam and Hyderabad.

5. SPORTS & RECREATION:

 GOLFING: There is an 18-hole green golf course with lush green belt area scattered in
50 acres of land. Come join in the Godavari Golf Club to have new experience and you
will not leave thereafter.
 CHILDRENPARK: There is also a beautiful and spacious Children Park
inside sports complex. Children enjoy the park in all evenings along with their parents.

 GYMNASIUM: Recently the existing gym has been renovated for the rejuvenation of
our employees with state-of-the-art equipment of internal standards. One can simply
spend 30-45 minutes in the gym for health and wealth.
 INDOOR GAMES: There is a well-developed indoor shuttle badminton court which
is being well utilized to its fullest capacity.
 OUTDOOR GAMES: Two lawn tennis courts, two basketball courts, one football
and cricket ground, one skating rink for you and your children for the daily outing. This
is in addition to the sports ground available at KV School.
 SKATING RINK: A ring is constructed for skating especially.

6. SOCIALISATION:

 COLLECTIVES:
Like in other work centers, Rajahmundry too, has three players for the welfare of ONGC
Employees. They are: ASTO, AISCSTEW Association, and Petroleum Employees Union. The
collectives in Rajahmundry are highly Service oriented and contribute immensely not only for
employee welfare but also for other developmental activities in the region.

 OFFICERS’ CLUB:
There is also active Officers’ club, staff club and Mahila Samiti associations with
wide variety of activities including get together

and picnics. ONGC Officers’ Club and ONGC Mahila Samiti are actively involved in
promoting social, welfare and cultural programs.

 MAHILA SAMITI:
There is an active Mahila Samithi here in Rajahmundry with its variety of
participating in socio cultural development both within the organization and also in
our operational area. Your wife can join the club to participate in the socio
development of needy people.

 RWA:
A residential welfare Association (RWA) has been formed for the benefit of inmates
of colony to take care of the employee welfare and also to promote the sports and
cultural activities among the family members. One can take part in RWA and get
advantage of TWIN benefit. TWIN is together winning concept in Management.

 WDF:
Rajahmundry Asset has a Women Development Forum for women employees for
their professional development and also to ventilate their grievances.
CHAPTER-5
 DATA ANALYSIS AND INTERPRETATION
1. What kind of rating would you like to give for the employee welfare activities which are being
provided by your management?

S.NO. Types Of Rating NO. Of Rating % Of

Responses

1. Excellent 57 47.5

2. Good 30 25

3. Highly satisfied 12 10

4. Satisfied 21 17.5

5. Dissatisfied 0 0

Total 120 100

From the above table and graph, it is clear that 47.5% employee’s opinion is excellenton welfare
activities being provided in ONGC. 25% of employee’s feels good and 17.5% of employee’s are
satisfied and 10% of employee’s are highly satisfied and no one dissatisfied with welfare activities in
ONGC
2. How do you fell about canteen facilities i.e. its environment, quality of food, etc by the
management?

S.NO. Types Of Rating No. Of Rating % Of

Rating

1. Excellent 3 2.5

2. Good 27 22.5

3. Highly satisfied 9 7.5

4. Satisfied 42 35

5. Dissatisfied 39 32.5

Total 120 100

From the above graph and table, it is clear that only 2.5% feel excellent about
canteen facilities. 22.5% employees feel good, 7.5%feels highly satisfied, 35% employees
feel satisfied and 32.5% are dissatisfied with canteen facilities
 3. How do you feel about loan facilities i.e. housing loans, vehicle loans, education loans, laptops,
etc., provided by management?

S.NO. Types Of Rating No. Of Rating % Of

Rating

1. Excellent 6 5

2. Good 9 7.5

3. Highly Satisfied 9 7.5

4. Satisfied 15 12.5

5. Dissatisfied 48 40

Total 87 72.5

From above graph and table, only 5% of employees saying that the rest room facilities are excellent,
7.5 % saying good, another 7.5% are saying highly satisfied, 12.5% are saying satisfied and 40%
are dissatisfied.

Actually only 72.5% employees answered this question; rests of employees are saying those
rest rooms are not provided in this office. Those are provided in drilling and production area.
4. What would you like to say about drinking facilities in the management?

S.NO. Types Of Rating No. Of Rating % Of

Rating

1. Excellent 15 12.5

2. Good 57 47.5

3. Highly Satisfied 9 7.5

4. Satisfied 30 25

5. Dissatisfied 24 20

Total 120 100

From the above graph it is known that, 12.5% of employees said that drinking water facilities
are excellent, 47.5% said good, only 7.5% are highly satisfied, 25% are satisfied and 20% are
dissatisfied.
5. What kind of lighting is being provided by your management in your work place?

S.NO. Types Of Rating No. Of Rating % Of

Rating

1. Excellent 39 32.5

2. Good 42 35

3. Highly Satisfied 21 17.5

4. Satisfied 21 17.5

5. Dissatisfied 0 0

Total 120 100

From the above table and graph, 32.5% of employees in ONGC says lighting which is being
provided by organization in work place is excellent, 35% says good,17.5% says highly satisfied,
17.5% says satisfied, and no one dissatisfied.
6. What is your opinion on first aid appliances providing by your management?

S.NO. Types Of Rating No. Of Rating % Of

Rating

1. Excellent 18 15

2. Good 54 45

3. Highly Satisfied 18 15

4. Satisfied 24 20

05. Dissatisfied 6 5

Total 120 100

From the above graph and table, it clear that 15% opinion is excellent in
providing first aid appliance by management. 45% employees opinion is good, 15% are highly
satisfied, 20% are satisfied, and only 5% are dissatisfied.
7. What is your view on housing facilities which is being provided by the management?

S.NO. Types Of Rating No. Of Rating % Of Rating

1. Excellent 39 32.5

2. Good 30 25

3. Highly Satisfied 27 22.5

4. Satisfied 21 17.5

5. Dissatisfied 3 2.5

Total 120 100

From above graph and table, it is known that among 100% of employees,
32.5% view is excellent on providing housing facilities by ONGC. 25% view is good, 22.5%
view is highly satisfied, 17.5% view is satisfied and only 2.5% are dissatisfied.
8. What is your opinion on providing education facilities by the management for the employee’s
children?

S.NO. Types Of Rating No. Of Rating % Of Rating

1. Excellent 39 32.5

2. Good 51 42.5

3. Highly satisfied 9 7.5

4. Satisfied 21 17.5

5. Dissatisfied 0 0

Total 120 100

From above table and graph, it is known that among 100% of employees, 32.5% of employees
opinion is excellent on educational facilities being provided in ONGC. 42.5% opinion is good,
7.5% opinion is highly satisfied and 17.5% opinion is satisfied and no one is dissatisfied with
this.
9. How will you feel about hygienic conditions maintained in toilets and wash rooms?

S.NO. Types Of Rating No. Of Rating % Of

Rating

1. Excellent 27 22.5

2. Good 39 32.5

3. Highly satisfied 21 17.5

4. Satisfied 24 20

5. Dissatisfied 9 7.5

Total 120 100

From above table and chat, it is known that 22.5% of employees view is excellent on provision
on scholarship for employee’s children by ONGC. 32.5% opinion is good, 17.5% opinion is
highly satisfied, 20% opinion is satisfied, and only 7.5% opinion is dissatisfied.
10. What kind of rating would you like to give for the HR Allowance provided by management?

S.NO. Types Of Rating No. Of Rating % Of Rating

1. Excellent 30 25

2. Good 30 25

3. Highly satisfied 24 20

4. Satisfied 30 25

5. Dissatisfied 6 5

Total 120 100

From above graph and table it has been analyzed that among 100% of employees 25% opinion is
excellent on leave travelling facility which is being provided by ONGC. Another 25% opinion
good, 20% opinion is highly satisfied, 25% opinion is satisfied and only 5% opinion is
dissatisfied.
11. How will you rate organization for providing sports recreational facilities?

S.NO. Types Of Rating No. Of Rating % Of Rating

1. Excellent 21 17.5

2. Good 45 37.5

3. Highly satisfied 15 12.5

4. Satisfied 27 27

5. Dissatisfied 12 10

Total 120 100

From above diagram and table, it is known that 17.5% of employee’s opinion is
excellent. 37.5% employee’s opinion is good, 12.5% opinion is highly satisfied, 22.5% opinion
is satisfied and only 10% employees are dissatisfied.
12. How do you fell about the medical facilities being provided to you and your family by the
management?

S.NO. Types Of Rating No. Of Rating % Of Rating

1. Excellent 84 70

2. Good 21 17.5

3. Highly satisfied 12 10

4. Satisfied 3 2.5

5. Dissatisfied 0 0

Total 120 100

From above chart and table it is known that among 100% of employees, 70% of them feel
excellent on medical facilities being provided by ONGC. 17.5% feel good, 10% feel highly
satisfied and only 2.5% feel satisfied. And no one is dissatisfied with this facility.
13. What is your opinion on providing cooperative society by management?

S.NO. Types Of Rating No. Of Rating % Of Rating

1. Excellent 12 10

2. Good 24 20

3. Highly satisfied 24 20

4. Satisfied 39 32.5

5. Dissatisfied 12 10

Total 111 92.5

From above table and chart, it is known that only 10% of employee’s opinion is excellent on
providing cooperative society by ONGC. 20% of employee’s opinion is good, another 20%
opinion is highly satisfied, and 32.5% are satisfied. And only 10% are dissatisfied.

From 100%, 7.5% employees of ONGC don’t know about cooperative society.
14. What is your view on providing transport facilities?

S.NO. Types Of Rating No. Of Rating % Of Rating

1. Excellent 33 27.5

2. Good 36 30

3. Highly satisfied 15 12.5

4. Satisfied 24 20

5. Dissatisfied 12 10

Total 100 100

From above graph and table, it known that 27.5% of employees view is excellent
on transport facility providing by ONGC. 30% employee’s opinion is good, 12.5% employee’s
opinion is highly satisfied and another 20% view is satisfied and only 10% are dissatisfied.
15. What is your opinion on providing pension scheme such as EPS-95?

S.NO. Types Of Rating No. Of Rating % Of Rating

1. Excellent 21 17.5

2. Good 36 30

3. Highly satisfied 21 17.5

4. Satisfied 21 17.5

5. Dissatisfied 21 17.5

Total 120 100

From above chart and table, it is easy to know, that among 100% only 17.5% employees feel
excellent, 30% of employees feel good, and again 17.5% feel highly satisfied and another 17.5%
feel satisfied. And only 17.5% employees feel dissatisfied.
16. What is your view on provision on fringe benefits?

S.NO. Types Of Rating No. Of Rating % Of Rating

1. Excellent 21 17.5

2. Good 45 37.5

3. Highly satisfied 18 15

4. Satisfied 30 25

5. Dissatisfied 6 5

Total 120 100

From above graph and table, it is analyzed that 17.5% of employees felt excellent on provision on
fringe benefits by ONGC. Most of employees i.e., 37.5% felt good. 15% of them felt highly
satisfied, and 25% of them felt satisfied and only 2.5% of them felt dissatisfied.
CHAPTER 6
 FINDINGS

 The interpersonal relationship with superior, subordinate and with the co-workers is
good. There is a friendly atmosphere.
 The satisfaction level helps to increase responsibility in the employee’s to achieve the
objective is and goal of the company.
 47.5% of employee’s opinion id excellent on welfare activities which is being provided
by ONGC and no one is dissatisfied.
 Only 35% of employee’s are satisfied with canteen facilities in ONGC and 32.5% of
employee’s are dissatisfied with canteen facilities.
 47.5% of employee’s opinion is good and 20% of employees are dissatisfied on drinking
water facilities in ONGC. So there is a need to improve the facility.
 45% of employee’s opinion is good and 20% are satisfied and only 5% are dissatisfied on
first aid appliance in ONGC.
 32.5% of employee’s opinion is excellent and only 2.5% felt dissatisfied with housing
facilities in ONGC.
 32.5% of employee’s feel excellent and 42.5% of employees feel good and no one is
dissatisfied with education facilities being provided to employee’s children in ONGC.
 37.5% of employee’s fell good, 22.5% are satisfied and only 10% are dissatisfied with
sports recreational facilities in ONGC.
 32.5% of employee’s feel good, 30% are satisfied and only 10% are dissatisfied on
grievance handling scheme in ONGC.
 70% of employee’s opinion is excellent on medical facilities in ONGC and no one is
dissatisfied.
 SUGGESTIONS

OIL AND NATURAL GAS CORPORATION LIMITED (ONGC) is very successful in

implementing the welfare measures. But there are few areas which requires improvement. The
suggestion for improvement are given as under:

 There should be a handbook and special website with updated information of employee
welfare measures of ONGC in order to acknowledge and describe procedure to
employees about welfare measures.
 There is need to improve drinking water facilities and canteen facilities. It would be
better if canteen is run corporative basis rather than contract, as employee’s can get better
facilities.
 The sports recreational facility can be enhanced by providing all types of sports and
making it available to all the employees.
 It needs to install a water treatment plant within the premises of base complex to cater the
needs of office and colony.
 There is need to develop hygienic conditions in toilets and wash rooms.
QUESTIONNAIRE ON EMPLOYEE WELFARE MEASURES
PERSONAL DATA:
1 NAME
2 GENDER
3 AGE
4 DESIGNATION
S.NO. Excellent Good Highly Satisfied Dis-
satisfied satisfied

1 What kind of rating would you

like to give for the employee
welfare activities which are being
provided by your management?

2 How do you feel about canteen

facilities i.e. its environment,
quality of food, etc by the
management?

3 How do you feel about loan

facilities i.e. housing loans, vehicle
loans, education loans, laptops,
etc., provided by management?

4 What would you like to say about

the drinking water facilities in the
management?

5 What kind of lightening is being

provided by your management in
your work place?

6 What is your opinion on first aid

appliances providing by your
management?

7 What is your view on housing

facilities which is being provided
by the management?

8 What is your opinion on

providing education facilities by
the management for the
employee’s children?

9 How will you feel about hygienic

conditions maintained in toilets
 and wash rooms?

10 What kind of rating would you

like to give for the HR(House
Rent) Allowance provided by the
management?

11 How will you rate your

organization for providing sports
recreational facilities?

12 How do you fell about the medical

facilities being provided to you
and your family by management?

13 What is your opinion on

providing cooperative society by
management??

14 What is your view on providing

transport facilities?

15 What is your opinion on

providing pension scheme such as
EPS-95?

16 What is your view on provision

on fringe benefits?

17 What is your opinion on

grievance handling scheme being
provided by your management?

18 What kind of rating would you

provide for procedure adopted
for career growth of the
employees in the organization?

19 What is your opinion on social

security schemes provided in the
organization?
Thanking you

B.Monica,

BBA,

Adikavi Nannaya University,

Rajamahendravaram,